Help make my resignation count in helping my co-workers. (long)

Miscellaneous and Personal Stuff I Must Share
1

I’ve decided to quit work, and become a stay-at-home Dad. Many factors have led to this decision: Our son has recently been diagnosed as having Autism Spectrum Disorder (ASD) and managing his care and therapy is looking like it’s going to take a lot of time, with all the professionals involved, specialized school, IBI/ABA, etc etc. I currently work in a large (well, not so large now…) high-tech company, and the work environment has become pretty poisoned over the last 18 months or so, ever since we got a new division president who likes to motivate employees by firing a few (pour encourager les autres) and threatening the rest with dismissal if they don’t deliver on objectives that are totally disconnected from reality. His style has trickled down the org chart: I’ve been in two groups of people who were directly and specifically threatened with dismissal if we didn’t meet some objectives. The most ironic part is that I work with a team of people who are crucial to the success of our company in a highly strategic market, in which we are behind the competition. The experience and knowledge of my co-workers is pretty much irreplaceable in the short & medium timeframes. We have already had a director, who was in the line of fire, defect to our arch-rivals. My stress levels and weight have gone through the roof, my motivation to work and availability for exercise have crashed and burned. If I keep this up, I will be unlikely to see the age of 65. I also happen to be married to a wonderful lady who can afford to support me in a lifestyle to which I wish to be accustomed :wink: Hence my pulling the big shiny yellow & black handles…

I would like to use my quitting to help the rest of my co-workers by pointing out to upper management that one doesn’t win races by shooting horses, and perhaps goading HR into helping adjust “leadership styles”. Sort of like using my “professional dying words” to good use. If I have to embarrass some executives to do so, well, so be it. I am moving beyond their influence.

I need your advice on how to most effectively do this. I have been considering two ways: At first I had thought of writing an email to my chain of management, CCíng the equivalent HR levels, indicating that these practices were a big part of my leaving, describing the specific instances where I was threatened, and suggesting that the company is threatening to shoot the dogs pulling the sled on which they are trying to out-run a hungry polar bear, hoping to sort of embarrass them into action. Then I though that the preservation of reputations trumps useful action, and that I would be casually dismissed as a disgruntled employee traumatised by his son’s diagnosis. So I thought instead that I would request an exit interview from HR, and pour out my heart, but I suspect that if I do so, the lowly HR schmuck’s email report is going to languish ever lower in people’s inboxes, and nothing will happen.

It has been noted by people who should know that I have no political skills whatsoever. Frankly, I think I make Gil Grissom look like Machiavelli.

So, dopers, what do you suggest: should I fire that rocket email? Should I trust HR to do its job?(now doesn’t that sound naïve, when I put it that way…) What would you do?

2

Can’t really help in a way, apart from to inject a note of pessimism. In my experience, unless you are a really high-up honcho, whatever you say on leaving about the management will be taken with a pinch of salt. After all, if things are being managed badly, the Board (or equivalent) expect to be aware of it already and aren’t going to take much notice of someone about to leave. They might also wonder why, if things were that bad, you didn’t speak up earlier.

Basically I guess, companies exist and run pretty much regardless of the individuals involved - no one is indispensable and they work on the basis that people will leave. A warning that they will lose key workers is unlikely to be effective on that basis - plus of course their view might well be that it is at that level that problems lie…

Sorry not to be more supportive - just calling it as I see it.

Good luck in your retirement though!

3

Forgot another point - don’t say anything in an email your managers might see that you might regret. You never know when you might need that reference…

4

I’m with the others… strong encouragement on your decision, pessimism that there’s any hope of a useful parting shot, admonition that you might want to keep good terms with this institution in case the management changes.

Best luck, and again, kudos on your decision.

5

My previous, previous company was started by a bit of a charlatan (who similarly gave insane orders and threatened everyone to follow them.)
I don’t think that anything any of us could have said in an email would have had any effect in removing him–but he was removed. The head of our division went to the board of directors and layed out all of the proof of what types of orders were being given, why those absolutely couldn’t work, how he was firing people who were doing their job perfectly, how he was lying to the board, etc. Since they knew him, and he was obviously speaking the truth–the head of the company got ousted.
And I think that this would be your best bet–if there is someone at the company who is in a high enough position to be trusted by the CEO (or whoever), you might want to write that person a letter reminding them that they are in a unique position to fix things and then list out as much evidence you can that could be taken by him to the higher ups. After that, it would of course be up to him.
But I don’t think I would recommend spam emailing or even sending to multiple people.

6

I would also suggest the targeted approach. Can you influence someone who will make a difference? I’d bet a big pile of dough it ain’t HR. And your message should say you don’t really have an axe to grind, you’re leaving, and you want to help as your last effort at the company.

7

Don’t burn bridges. Leave on good terms. You may regret doing otherwise.

Still, some targeted feedback is appropriate. Be honest; write a letter to someone up the chain saying “I liked my job for a lot of reasons, but I am concerned about X, and I wanted to bring this to your attention so that you might be able to fix the problem.” Avoid placing blame on any one individual.

Unless they ask you for an exit interview, I wouldn’t bother.

8

Thanks for your suggestions folks.

Seems my dim view of HR’s effectiveness is somewhat prevalent.

Your concern for my not burning my bridges is appreciated, and part of the reason I like and respect this borad so much. Thanks guys. Our company has had a policy of not giving referrals beyond confirming the period of employment for fear of lost-revenue lawsuits from former employess who receive poor referrals, so I don’t think I have much to fear in that direction. Even if I leave on the best of terms, I suspect that I would not be re-hired in a few years, were I to re-apply, due to obsolescence of skills and the fact I quit rather than beeing laid-off.

Sage Rat’s idea that I target my feedback at someone higher up in position to do something about it is intersting. I will discretely look into it; at the moment I have no idea who that would be.

Someone told me yesterday that it was against Canadian labour law to threaten dismissal. Any Canuk dopers able to comment on that?

9

Why not have a sit-down with the disruptive manager’s boss’ boss , before you ever announce your resignation. Whatever you have to say will carry much more weight that way. And after that, let it go. Your new job, as resource coordinator for your ASD son, is way more important anyway.

As a dad of a son with Autism, I see how staggeringly much difference involved parents can make.

10

::wicked giggle (or is that cackle?)::

that would be the CEO. Of a still pretty big company. It’ something that I think I will take great delight in imagining. :smiley:

You raise an interesting point: that making a gesture before announcing my resignation may carry *more * weight. I never considered that. It would certainly appear suicidal to any observer not aware of my intentions, and thus pherhaps have more impact / seem more dramatic. Hmm… and if they do lay me off in retribution, then I get a severance package. Hmm…

::mental gears grinding::

I would be interesting in comparing notes with you at some point on ASD kids. It’s still a pretty new thing to us. BTW, is your username the result of your son’s sleeping difficulties? 'cause trusquirt has sure had a hard time learning to make it through the night. ::yawny smiley:: I may email you in the future if that’s OK. And thanks, you’ve just given me my new title. Resource Coordinator. I like it.

11

As you know, I am not a lawyer (yet), so for the real answer, I’d suggest that you either consult with a lawyer and/or examine the relevant provincial labour statutes. But if it is illegal, it certainly still happens–I’ve seen it happen a few times at a few companies where I’ve worked. Those affected didn’t raise a legal fuss for fear of signing their own death warrant prematurely.

Other than that, I can offer little advice that hasn’t already been given–don’t burn any bridges, stay on good terms (as far as possible) with the company and the employees, wish everybody luck, smile and shake hands all round, and leave without looking back.

As far as references go; well, company policy may state that no references are to be given (except for confirming dates of employment), but you do work with others who may already have left or who may subsequently leave. They can give references about your employment at this company: “Why yes, I did work with Trupa at Company X; he’s a great guy who really knows his stuff. Designed and built the ABC product from scratch and finished it ahead of schedule.” This kind of thing is not unusual; I’ve been contacted by companies who know that I worked with a person once at another company, and who wanted to know how his or her work was at the other company. In other words, if you need a reference, bypass the company–choose your own referees who will advance your cause.

I also understand that you’ll have your hands full with your last days at work and with looking after your son; but if you ever need a break, remember that I’m local and always ready for a couple of beers. Good luck!

12

I’ve read what everyone else has wrote: don’t burn bridges, target specific executives, etc. That’s all great. But, IMO, once you’ve become an ex-employee or have announced your impending departure, your influence in the company has pretty much gone out the window. For the most part, no one really cares what you think once you’ve abandoned ship; it’s just the bottom line baby! I think if you really want to help your co-workers, you should spend some time counseling them on how to cope with the current bad work environment, including burnishing their resumes for other job opportunities.